How can you prepare overqualified clients for job interviews?

Whatever happened to choice? So what if someone is "overqualified". This would imply that you can't follow your interest in something else because you choose something when you were a kid. We need to challenge this view and explain that, interest is more important in the role vs the qualifications. I changed my career from PhD to an entry level role as I wanted to learn the legal and technical aspects of claims management. I said I will give you 3 years of highest quality work while I study and after this I will leave to work in the field and still help the overall cause but through a different lense.

There are many legitimate reasons why an employer may be concerned about you being overqualified. Here are just a few: 1. You will get bored. 2. You will find a better job in a few months and leave. The hiring manager will have to run the recruitment process again. 3. You will want to quickly get promoted to the next level. The hiring manager will have to manage your ambition and expectations and potentially have to recruit for the role again. 4. You are more experienced than the hiring manager. It takes a confident manager to hire someone with skills equal to or surpassing theirs. The hiring manager is unlikely to say any of these issues. How will you best address them?

It is critically important to be direct in a cover letter when applying for a role for which you’re overqualified. State what specifically draws you to the position and why it is a good fit for you at this moment in time. It is okay to talk about your needs, so long as you keep it professional. Give examples for how you will fulfill requirements and thrive in the role. Be candid about your experience and willingness to learn a new work culture. A good employer should be able to hire with an intention of providing career progression, but you should make it clear that the job at hand is the one you want.

I would add that an over-qualified person might see the future possibilities of making a significant difference to an organization and their employees in the long term - moving it forward - even when current leadership may not see those possibilities right now.

It helps to have a conversation with the client about their salary expectations. Very often, job seekers base their salary expectations on the job title or responsibilities they used to have. When they go for roles for which they are overqualified, it is important for them to understand early in the process that they might not earn at the same level they used to. If they decide to apply to roles for which they are overqualified, what they get out of that job should, indeed, bring a different kind of value in their career and life: -learning opportunity -testing a new industry -working in a smaller company where they can have a bigger impact. They might be able to earn at the level they were used to, but it is better to be prepared.

To emphasize important strengths and skills in the interview, I recommend preparing before the interview and understanding the position really well - what exactly are the needs, the exact requirements and which candidate can fit that exactly. Once you understand this, it's easy to understand which strengths and skills should be highlighted

Indeed, it is essential to share examples and stories to help hiring managers project the optimization of those skills and experience among their teams. And let your client know that one of the questions they could ask during the interview process is "what gaps in your team are you aiming to fill by hiring for this role?" And then help them prepare how they can then share how they could fill those gaps.

Start by identifying the skills they have acquired in their previous roles that are applicable to the job they're applying for. These might include leadership, communication, problem-solving, project management, and teamwork skills, among others. Next, help them practice articulating their transferable skills by conducting mock interviews. Encourage them to be confident and specific in their responses, using concrete examples to illustrate their abilities, ideally following the STAR (Situation, Task, Action, Result) method.

For sure! Empowering your clients to shine in any job market involves honing in on transferable skills and showcasing unique VALUE. As a career coach, guide them to articulate key qualities like communication, problem-solving, teamwork, and adaptability. Tailoring resumes and cover letters to spotlight these universal skills, coupled with compelling stories of past achievements, positions your clients for success in diverse professional landscapes.

Show enthusiasm and dedication to the role and job. Specific reasons about why they want to join the company and how it aligns with their long-term plans can allay any doubts the company may have.

Cuando estás sobrecalificado para una posición, hay que saber hablar de motivaciones. Hay tres elementos clave que un candidato tiene que saber transmitir: 1)Experiencia/Logros; 2) Competencias, tanto técnicas como blandas; y 3) Motivaciones. Las dos primeras van a dar pistas del saber hacer, y cómo esto se proyecta a la nueva posición. Sin embargo, la última nos dice qué es lo qué está dispuesto hacer el candidato y por qué. Muchas veces los candidatos sobre calificados son descartados porque no se entiende que hace postulando a ese cargo, como si fuera una opción "mientras encuentro algo mejor", entonces si se proyectan adecuadamente las motivaciones, es muy probable que llame la atención, porque los primeros dos factores ya los tiene.

Navigating societal perceptions and employer concerns can be tough for overqualified candidates. Society often unfairly stereotypes them, fearing they may not stay long in a position or could be intimidating to work with, impacting their self-esteem. It's super important to coach clients on articulating their motivations effectively. 1. They should be able to clearly express their genuine interest in the company. 2. Align their long-term objectives with its goals and showcase enthusiasm for the opportunity. 3. They need to prepare to discuss how they can contribute to the company's growth and success. Demonstrating a passion for the role and commitment to both the job and the company's objectives should give them a great footing.

Guide candidates in exuding genuine enthusiasm and curiosity about the job and the employer. Overcoming the perception of being overqualified often hinges on showcasing a sincere desire to contribute meaningfully. Encourage candidates to research on the company, its mission, vision, values, and culture. Assist in crafting questions that not only demonstrate their interest but also convey eagerness to learn more about the role, team dynamics, challenges, and opportunities within the organization. Additionally, coach candidates on expressing appreciation and excitement during the interview, emphasizing their genuine eagerness for the prospect of collaborating with the employer.

I feel the biggest scare that an overqualified candidate brings is for their peers and line managers. As they can readily come a threat and competitors. Therefore another key dimension to coach your client is on showing a genuine enthusiasm for learning and a readiness to adjust in organisation’s culture.

Overqualified person not necessarily to be over efficient. Avoid unhealthy comparison of work efficiency between overqualified and less qualified.

Walk through the potential challenges and concerns with the client. Have him make a list of these and consider how he would handle them. Help him to see if his motivations for taking a lessor position outweigh the possible challenge. It's important for the client to be mentally prepared for these challenges before they occur in order to ensure greater job satisfaction.

One thing I've found helpful in this scenario is that being humble is the best thing you can do. If you're humble in nature, getting supervised by someone junior to you won't be a big challenge.

It is important for clients to be honest with themselves about the challenges of being overqualified in a role: Are they open and willing to see that there could be areas they can still learn a different way to do things even if they’ve done it for years? Can they respect leaders who may have less experience or be younger? Are they at a point in their career where they are happy to take a backseat & let others lead? And if yes why? If these are going to be an issue reassessing their potential move will be important. They have to be able to be respectful of processes they might think aren’t as good as what they’ve done and show enthusiasm for trying different things

In the skilled trade area of employment preparing an over qualified candidate for an interview starts with addressing these concerns proactively. Through this process you can create a transparent and positive interview that demonstrates the value of the candidate's overqualified status in the context of the position. For example a precision machinist with 25 years for tooling experience could play the role of a "mentor" to apprenticeships. Thus bringing intrinsic value to oneself and contributing overall economic value to the organization.

Flexibility will answer many questions like 1. Develop positivity and innovative mindset 2. Help in seeing with open mind issues and challenges of work and family life. 3. Help in converting today’s challenges into tomorrow opportunities. 4. Building teams in cohesive perspectives. And many others

Flexibility comes from narrative mindset in the direction of achieving goals and the reality in narrative information is facts about oneself in achieving goals. We should be ready to be flexible but not that there should always be flexible situations.

Being flexible and adaptable is crucial in any role because it allows individuals to effectively handle changing circumstances and unexpected challenges. This skill is important for everyone, not just overqualified candidates, as it enables them to quickly adjust to new technologies, processes, and market demands. Adaptability fosters continuous learning and innovation, ensuring that employees can contribute to their team’s success and the organization’s overall growth.

I often tell my students they cannot carry past job hurt to the interview. When you bring baggage to the interview, you are not allowing yourself to be open to a new opportunity in your career. It also makes it hard to answer questions from the interviewer about situations you may have had at prior jobs because you may show them that you had trouble at work that you could not handle. Once the interviewer sees that red flag, they will dig deeper to get an answer that does not align with the role you applied for.

Not everything goes how you want it to. So being open to new changes is the only key! Don't be rigid in your approach, be open and be respectful.

Feedbacks are the most important part of working! Never ever feel shy or overthink while asking them. You can even ask for feedbacks from your colleagues and juniors.

So often candidates will wait to hear back after interview and in some cases they never will. I always strongly enough my candidates to reach out at the end of the "waiting" period if they have not heard back after interview. It is okay to follow up, you are not being annoying, it shows that you care about the role and outcome. Of course make sure you wait until they have had enough time to get back to you. You can send a "thank you for your time I really enjoyed today" email after your interview if you wish. If you are unsuccessful always seek feedback to help you better understand where you can improve in future.

Adding to the above: - Encourage clients to analyze their own performance post-interview, identifying moments of strength and areas where they can refine their approach. - Suggest techniques for self-assessment, such as reviewing their responses, body language, and overall demeanor during the interview. - Emphasize that this introspection is a key element in continuous improvement. - Guide clients on how to tailor their thank-you notes to reflect specific aspects of the conversation, showcasing a sincere appreciation for the opportunity and a nuanced understanding of the employer's needs. This personalized approach can leave a lasting positive impression, reinforcing their interest in the role.

In my experience, seeking feedback after interviews is a crucial step that many candidates overlook. I admit, it's not always easy to receive constructive feedback, but it's an invaluable tool for personal and professional growth. As a career coach, I've found that encouraging clients to ask for feedback not only provides insights into their performance but also demonstrates their commitment to continuous improvement. It's a powerful way to stand out in the hiring process and build a foundation for future success. Helping clients craft thoughtful thank-you messages backs their interviews and leaves a lasting positive impression.

Encourage your clients to ask for feedback from the interviewer, either during the interview or shortly after. They can inquire about their performance, strengths, areas for improvement, and any additional information the interviewer may need. Remind them to be receptive to constructive criticism and to use the feedback to improve their interview skills for future opportunities.

One may have held loftier titles and now be in a position in life where an individual contributor role and commensurate lower comp is all they need and want. Kids are out of college, house is paid off etc. So they can bring plenty of value to a position without the stress and travel that accompanied their previous higher level roles.

When interviewing for mid-level roles on up ask a lot of questions of the interviewer about what needs to be accomplished in the role and ask those questions in the first half of the interview. Then make sure only to talk about the accomplishments in your background that match what they need accomplished in the role. Don't talk about the great things you have done that they may not need. If you do, you are promoting the fact you are overqualified. Curate your background to the role and you will be considered an exact fit. Same for securing interviews. For example, don't say you have 25 years' experience on your resume if the job posting only asks for 12 - 15 years' experience. If you do you are just feeding into the overqualified narrative.

There is nothing like overqualified. Every one is overqualified to a specific task or job at a given time. It is focus that is critical for delivering results. Many times one may also feel under qualified when you don’t meet your own expectations. Success is a master of learning continuously and orchestrating your talent to the need of every hour. There is so much if underutilisation of talent in this world. Use your so called over qualification to build others.

Age bias is real. I have experienced many times is my job searches. My advice is to keep looking for the place that will value you and what you bring to the company. Those that pass on you are the losers, not you. Best revenge is to be successful. I was rookie of the year at 64, promoted to manager at 65 and a leadership circle winner. I could name names of the companies that passed on me but those folks know who they are and that is enough for me!

I hate the words “over qualified”, your keen interest to learn and absorb skills, shouldn’t hamper your choice to change employment positions. I can definitely relate to this, being a qualified lawyer, I am now bound to certain roles. What if I wanted to give my brain a holiday and do a more physical role with less emotional pressure. I shouldn’t be hampered by my education.